On the 4th of July 2024, the UK elected the most diverse Labour Government ending 14 years of Conservative hold. Over 40% of MPs are women, and 14% are from ethnic minority backgrounds. While this signals significant progress, we cannot assume simply having more diverse representatives will transform the deep-seated misogyny, sexism, and racism baked into our social structures.
The Misconception of Representation
Professor of African American Studies at Princeton University, Ruha Benjamin said “Black faces in high places are not going to save us”. Historically, there has been an assumption that MPs or other senior post holders from Black, Asian, or Mixed Heritage backgrounds would advocate for underrepresented groups. Rishi Sunak, Priti Patel and Suella Braverman are all part of the African Indian diaspora. However, these same ethnic minority MPs have been responsible for policies, such as the Illegal Migration Act 2023 and the Rwanda deportation scheme that created a cycle of fear for vulnerable people and damaged progress to racial equity.
Similarly, the heavily criticised 2021 Sewell report, led by a Black man, downplayed the influence of institutional racism and intersectionality on people’s lives. The authors of the report also wrongly correlated “the greater presence of ethnic minorities in the current government” with equity.
But as Dub poet, Linton Kwesi Johnson said, “are these privileges representative of our liberation? Or are they false idols designed to stifle our voice?”
Though the door is opening wider for more representation, the impact has been less than desirable. Since 2021, the employment of ethnic minorities in top government positions has not led to better outcomes for Black, Asian and Mixed Heritage communities. For instance, Suella Braverman’s inflammatory and divisive rhetoric linking British Pakistani men to grooming gangs, and Rishi Sunak’s viral video promising to undo Labour’s funding of urban areas. Clearly, progressive social change towards an anti-racist Britain cannot solely be achieved by having more ethnic minority individuals ‘melting the snow’.
The ‘Model Minority’ Archetype
Some argue that these MPs adopted a ‘model minority’ archetype, a concept where individuals construct socially acceptable versions of themselves to gain acceptance and fit in. They credit their success to typical British values of hard work and entrepreneurship. Acting as post racial gatekeepers, they implement policies that entrench racial inequality. For instance, the Illegal Migration Act and Rwanda policy echo colonial regimes of forcible removal, relocation and displacement. These and other policies have created a harsher environment for Black, Asian, and Mixed Heritage people living in Britain. However, this harsh environment cannot be pinned to individual policymakers; they are indicative of a larger systemic racism perpetuated by institutions.
Recognising Structural Racism
The ‘bad apples’ argument in policing suggests that only a few officers are problematic rather than addressing systemic issues. The 1999 Macpherson Inquiry into the racist murder of Stephen Lawrence, labelled London’s Metropolitan Police as “institutionally racist”. More recently, the 2023 report by Baroness Casey confirmed the persistence of institutional racism within the Metropolitan Police. These reports, 24 years apart, underline the necessity of a systemic as opposed to an individualistic approach to resolve deeply rooted problems.
Historical Context of Institutional Racism
The ‘bad apples’ theory ignores the long, racist histories of institutions like the criminal justice system, education and politics. A 2023 UN report highlighted the intrinsic link between colonialism and contemporary forms of racism, racial discrimination, xenophobia and intolerance faced by Africans, people of African descent, people of Asian descent and indigenous peoples. Therefore, despite modification over time, these colonial institutions continue to disproportionately affect life outcomes for Black, Asian and Mixed Heritage people.
Acknowledging Persistent Racism
At ARE, we recognise the persistent and pervasive nature of institutional racism. Our CEO, Jeremy Crook, defines institutional racism as the continued existence of significant racial disparities for Black, Asian and Mixed Heritage people, despite policies or commitments to fairness and equality. That is why we champion policy solutions that are firmly rooted in evidence and are anti-racist.
In my view, institutional racism describes a situation where an organisation, despite EDI policies, noble values, and leaders making commitments to fairness and racial justice, still systematically delivers significant racial disparities in recruitment, progression, retention, and staff satisfaction.”
Jeremy Crook OBE
While having MPs from underrepresented groups in powerful positions is important, it is crucial to understand that racist ideas persist in institutions established during colonialism. As Kehinde Andrews aptly puts it, “a system that was never built for us, despite being built by us, is never going to work for us“. Incoming MPs, despite their intentions, become part of this problematic system. Real change, social justice and racial equality requires a comprehensive, systemic approach to dismantling entrenched structures of inequality.
Author: Bowale Fadare, Policy & Research Officer
